Managing a Good Employee Experience in a Startup with Joey Price

This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, “The Shape of Work.” If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.


“The Shape of Work” welcomes the CEO of Jumpstart:HR, Joey Price. Contributing to the Human Resources function for more than 15 years now, Joey offers services in HR consulting, Leadership Development, Career Development Coaching, Business Consulting, and more. He is an all-rounder and has pushed Jumpstart:HR to be one of “7 Startups Making Life Easier for Small Business Owners,” as identified by Inc.com. 

GUEST AT A GLANCE:

Name of the guest: Joey Price

What he does: CEO of Jumpstart:HR

Find him on LinkedIn

Get Smart:Dressing well, managing time, managing workload do not always account for good people management. It is important to be mindful that it involves leading people with different dynamics, backgrounds, experiences, political and social opinions. For that, one has to be able to corral and lead, guide and inspire different people from different walks of life. So it is important to have a plan or  to at least ensure coaching the idea of people leadership to a newly transitioned professional.”

TOP TAKEAWAYS:

Through this podcast you will learn about:

  1. The similarities between HR and Marketing.
  2. The evolved role of HR.
  3. The importance of Employee Engagement.
  4. Recurring challenges Joey’s guests have talked about in his podcast.
  5. Joey’s thoughts regarding remote work.
  6. Evolving of HR tools and their impact on employee productivity.
  7. Change in the way Human Resources think about Performance Management.
  8. Consistent themes that do well in business.

EPISODE HIGHLIGHTS:

The inspiration behind Jumpstart:HR

Jumpstart:HR offers HR Project Management Leadership to small businesses and startups. They shape the company’s HR, work culture, integrate technology, and more. The main aim of the company is to create a positive environment in a workspace. In simple words, people should be happy at work.

The company focuses on providing HR solutions to small businesses that want to build better and sustainable solutions for the company. When the US was in the middle of a recession, Joey realized that companies wanted more results with fewer investments. That’s when he realized that these companies needed expertise from outside sources. Another observation Joey made then was the advancement of technology. Nobody was required to be in the same place to work. An employee can address their boss while living in a different city. As a result, the idea of Jumpstart:HR grew and came to action.

Change in the role of HR:

Many employees have doubts regarding whether they want to stay in their companies or not. Human Resources are doing everything they can to retain their employees. The past 12 months led to the entire focus of HR on Human Experience Management (HXM). It has shifted from a data-based function to human capital management. It is more involved around understanding the company and making the place comfortable for the professionals. The kind of people you want to work with, what does it take to create such developments within employees, training and opportunities, covering the needs of work- all of this has become significant while practicing as HR. The main role of HR is to articulate the story of their brand. They need to show how the company and its products are important.

Similarities between HR and Marketing:

Joey talks about the common practices that can be observed in every organization. First, they highly focus on their brand culture. The brand culture is highly consistent for all the employees from every department. And the reason behind it being so successful is that these companies invest in their employees. And it should be ensured that HR understands what kind of investments do people want. That is the same question that marketing people ask. They search for the features and benefits of the products, and what will people respond to the most. They ensure that these products will drive an emotional attachment among people. Brands like Uber, Google, Lyft, Apple have become household names now. They have managed to create emotional attachment. Here, HR has a very significant role in understanding what will develop that attachment in a potential customer.

How has the theme of Employee Engagement changed in the last 12-14 months? 

Joey advises that leaders should lean towards their employees. Lifestyle changes, managing finances, and home have become hectic for them as well. The leaders need to be sensitive and make them understand that they are available for them. For instance, making a call to check on them can be effective. Most importantly, invest in their health insurance. 

HR professionals need to realize that people may need therapy or counseling sessions. Such sessions can provide the employees a more positive outlook.

Who is taking care of HR professionals in the pandemic?

HR faces quite a few challenges as it is their responsibility to ensure everyone is fine. However, the trouble lies in the fact no one is thinking about them. They are focused on business sustainability. There is a probability the HR needs to coach up to teach empathy. They need to take care of each other within the team.

Training people managers with limited resources: 

Managing people and managing workload are two extremely different things. However, many companies fail to understand that. People get promoted to roles of managing people because they are effective at managing their workload.

“People aren’t things and things aren’t people. Tasks aren’t people and people aren’t tasks.” 

Thus if a company is looking to promote someone into a leadership role, a few things need to be considered: 

  1. Have they led people before and can they deliver crucial conversations?
  2. Are they able to give effective constructive feedback? 
  3. Do they know how to check in and invest in their team? 

Recurring challenges Joey’s guests talked about in his podcast:

One of them is to figure out how to navigate work in the likes of social justice. Worldly issues have an impact on the employees’ emotional response. As a leader, one has to manage it constructively. Moreover, they need to observe what is happening outside and to the business. Diversity, equality, and inclusion are significant. 

Thoughts on companies going permanently remote:

Talking about going permanently remote presents its own challenge to people leaders. They have to be thoughtful about the entire process before and after it is executed. They need to figure out its trial period, a way to convey the message behind it to the employees, making it successful, the work strategy, and others. 

How will HR platforms evolve in the new way of work?

HR technology was not considered this significant earlier. The role of HR has included a lot more aspects like great user experience, performance management, employee recognition, recruiting, and onboarding. Similary, investment in the PR and finance aspects of HR has grown. Joey shares that this will certainly lead to more innovative players in the industry.

Organizations should invest in HR technologies in order to encourage and promote their teams in remote workspaces. 

How do people managers look at performance management?

Joey explains the need of re-imagining performance productivity. He says that productivity should not be measured in terms of work, but also mental health. Companies should check if their employees are energized and if not. The way of work is changing. The new form of work is more effective. Projects should be delivered in stages and the employees should be enjoying them. 

Some consistent themes that do well in terms of business:


Constant learning is the key to success. Keen learners are looking to do things in new and innovative ways. They allow flexibility and learning. In conclusion, Joey highlights the need of prioritizing Learning and Development for employee reskilling. And when it comes to making investments in Human Resources, they need to be generous.

Dhristi Shah

Hi, this is Dhristi, Content Writer and Editor at Springworks India. I am a keen learner and am passionate about everything related to writing.

Leave a Reply

Your email address will not be published.

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Previous Story

Building a Smooth and Effective Workplace with Chandrakumar Sivasubramaniam

Bad Management Practices that Cause Employee Inefficiency
Next Story

Bad Management Practices that Cause Employee Inefficiency